If you're thinking about how to improve your hiring process, it really helps to look at it from two angles, how it works for you internally, and just as importantly, what it feels like from the other side, from the candidate's perspective.
Let's start internally. Some good questions to reflect on are:
Is your job description actually current? And here's something easy to overlook, it's not just about what the role does, it's also about what it doesn't do. That kind of clarity can save a lot of confusion later.
Do you have clear delegation in place, so everyone knows who can actually sign off on the role, the salary, the conditions, without things stalling?
Are your legal agreements ready to go when you need them?
Do your leaders genuinely feel confident running an interview, or are they kind of winging it?
Has your hiring process actually been mapped out, so it feels consistent no matter who's running it?
And are you tracking what's working, time to hire, where your best people are coming from, that kind of thing?
Now let's flip it around, because this is the part that's easy to miss.
What's it actually like for someone applying to you? Does your careers page give them a clear sense of what to expect?
Are those first couple of conversations genuinely warm and professional, even if it doesn't end up working out?
And if you're asking candidates to do something like the Peak Output assessment, are you being upfront with them about how that information will actually be used, both in the decision, and afterwards, to help them thrive if they do join?
And one more thing, are you getting back to people in good time at every step?
Finding the right talent is always important. But having a professionally consistent and engaging hiring process is equally important for attracting and retaining great talent.
